Interseller was acquired by greenhouse in October of 2021.
4.7
188 reviews
Category
Recruiting Software
For companies whose hiring process runs on spreadsheets and inbox chaos: software to post jobs, track candidates, screen skills, and manage every stage from application to offer.
Applicant Tracking Systems (ATS) 243Background Check Software 110Candidate Relationship Management Software 21Job Board Software 46Job Search Sites 183Other Recruiting Software 5Programmatic Job Advertising Software 2Recruiting Automation Software 102Recruitment Marketing Platforms 63Reference Check Software 2Talent Assessment Software 120Technical Skills Screening Software 71Video Interviewing Software 66
Jobma is built to elevate hiring experiences, enabling teams to truly understand each candidate’s potential, skills, and fit. The…
4.7
454 reviews
Quote-based
All-in-one software for recruitment & headhunting/executive search firms. Trusted by agencies in more than 100 countries. Recruit…
4.7
29 reviews
Per user
Avani tech (flatmind) was founded in 2011 on three core principles; technology, innovation, and partnership. We believe in these…
4.6
747 reviews
Avani tech (flatmind) was founded in 2011 on three core principles; technology, innovation, and partnership. We believe in these…
4.6
747 reviews
We find, test, and deliver software talent for a direct hire. Exceptionly is built to revolutionize the software talent industry…
4.6
5 reviews
Goodhire delivers fast, accurate, and reliable background check results-while also offering the simplest background check…
4.6
270 reviews
We deliver “out of the box” software components that enable technical leaders to create cost-effective, flexible and scalable…
4.6
7 reviews
Empowering businesses of all sizes with access to bright talent for project solutions, staffing, and freelance expertise. We are…
4.5
1 reviews
Since 2002 appvault has been revolutionizing the way organizations reach, engage, and hire talent. As a cloud-based recruitment…
4.5
1 reviews
Hireology is the only hiring platform purpose-built for the unique needs of decentralized industries like healthcare…
4.5
720 reviews
Hiringthing is easy-to-use online software that helps companies hire. When you use it, posting jobs online, accepting resumes and…
4.5
24 reviews
Hroffice is the one-stop software solution for your HR and recruitment efforts. In the netherlands, we are a valued recruitment…
4.5
1 reviews
Bricksteel enterprises info tech pvt ltd (bsetec) is an inspiration from its parent company bricksteel enterprises, the veterans…
4.5
2 reviews
Kalibrr is a technology company that transforms the way companies hire the best talents and candidates find meaningful careers…
4.5
1 reviews
Pandologic is a recruitment marketing and conversational AI platform. Serving the world’s most recognizable brands, pandologic…
4.5
16 reviews
Seeqle is the first recruitment and talent attraction software suite powered by artificial intelligence. Our technology enables…
4.5
1 reviews
Shortlister’s automated video interview & assessment platform removes bias, verifies authenticity and enables employers and…
4.5
3 reviews
Find your best applicants. Slideroom is a comprehensive system to accept and review application forms, references, portfolios…
4.5
4 reviews
Freshworks inc. (nasdaq: frsh) builds uncomplicated service software that delivers exceptional customer and employee experiences…
4.4
279 reviews
Hackerearth is a skills intelligence platform that helps companies identify, evaluate, and hire top engineering talent. Trusted…
4.4
133 reviews
Logicspice is the trustable and reliable it company, offering customized ready-to-install software scripts and a dedicated team…
4.4
5 reviews
Jobsoid is an online applicant tracking system (ATS) which simplifies every step of the recruitment process in organizations…
4.4
12 reviews
Mynexthire is bringing an analytics first approach to help emerging and enterprise companies to plan and recruit top talent…
4.4
10 reviews
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Showing 48 of 63 — 15 more to see.
These are the tools recruiters and hiring managers use to run a hiring process from the moment a role opens to the moment someone signs an offer. That covers posting jobs to boards and career sites, tracking every application through a pipeline of stages, sourcing and messaging passive candidates who aren't actively applying, screening resumes and technical skills, scheduling and recording interviews (often on video), running background checks, and keeping candidates warm in a talent pool for future roles. Once this is in place, a recruiter can see at a glance who's stuck where, why, and what needs to happen next, instead of reconstructing the state of a search from email threads and a spreadsheet.
People start looking for this when hiring has outgrown ad hoc methods. A small team hiring occasionally can get by with email and a shared doc, but that breaks down fast: applications pile up unread, good candidates go cold because nobody followed up, interview feedback lives in someone's notebook, and nobody can say how long roles have actually been open or why. Growing companies feel this as missed deadlines and lost candidates; larger ones feel it as compliance exposure from inconsistent screening, or a hiring manager and a recruiter working from two different pictures of the same req. Either way, the trigger is usually a specific failure — a bad hire that better screening would have caught, a key role open for months, or a founder realising they're now the bottleneck in every hiring decision.
Where these providers differ is mostly in which part of that process they own and how automated they make it. Applicant tracking systems are the system of record for the whole pipeline; candidate relationship management tools focus earlier, nurturing people who aren't ready to apply yet; recruitment marketing platforms work on getting the right people to notice the job in the first place. Assessment and technical screening tools replace resume-reading with actual skills evidence, which matters more for engineering and technical hires than for high-volume retail hiring, where speed and automation matter more than depth. Video interviewing and background check tools tend to bolt onto whichever ATS you already use rather than replace it.
When comparing options, look at how well a tool integrates with what you already run, whether its automation is tuned for volume (many candidates, few decisions) or precision (few candidates, high stakes), how much control it gives you over AI-driven matching versus how much it hides, and whether background check or compliance features cover the regions you actually hire in. Pricing usually splits between per-seat and per-hire models, which matters a lot once you know your hiring volume.